Presidents were supposed to be informed on Tuesday. Have they informed members yet of details of agreement ?
6 replies (most recent on top)
The union trying to get a yes vote by telling surplus if gets voted in they will cancel surplus. Now that means cancel and reactivate by year end and in process the company will get over 2 Million in employees back pay.
Absolutely nothing @eoc. All this BS contract does is buy these workers one more quarter of employment at this place.
"Upon a ratification of the TA, the Company commits to discontinue the process of the current 3rd quarter surplus".
So what keeps them from surplussing you in the 4th quarter?
National Labor Relations Board (NLRB) regional offices are here.
https://www.nlrb.gov/about-nlrb/who-we-are/regional-offices
Forms:
https://www.nlrb.gov/how-we-work/fillable-forms
They advise calling your regional office to discuss the filling. Looking at the employer form, if I was in District 4, I'd say something like this as the basis of the charge:
Around Jun 14, 2019, AT&T announced that a layoff of represented employees would happen. On June 29, 2019 AT&T and CWA announced a tentative bargaining agreement that will be submitted to the bargaining unit for a vote on whether or not it should be ratified. In the summary of the new agreement, it is stated "Upon a ratification of the TA, the Company commits to discontinue the process of the current 3rd quarter surplus". The tentative agreement does not negotiate additional duties for the employees being laid off, so the business circumstances that caused the company to announce the layoffs hasn't changed. This discontinuing of the layoff process provision was introduced solely to coerce additional "yes" votes in favor of ratification by those employees affected by the layoff announcement.
I'd consider filing a separate form against the union too. However, I am not in District 4.
Sec. 8. [§ 158.] (a) [Unfair labor practices by employer] It shall be an unfair labor practice for an employer–
(1) to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7 [section 157 of this title];
Upon a ratification of the TA, the Company commits to discontinue the process of the current 3rd quarter surplus; meaning no employees at-risk would leave the Company’s payroll involuntarily.
At this time, the affected number of members who would no longer be involuntarily removed from payroll is approximately 250.
I wonder whether the NLRB would consider the layoff aspect to be coercion? It's not my district, so I don't have standing to lodge a complaint, but it would seem to me that layoffs should only consider whether there is surplus force. Now, if the contract negotiated new work for these prospective layoffs, that would be one thing. But, I didn't see anything about the duties of these titles being expanded.
If this was my district, I'd have NLRB looking at this. Once the complaint is filed, the investigation is on the NLRB dime.
http://www.cwa4123.org/ta/